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2. E. A. PATIL & ASSOCIATES LLP
CHARTERED ACCOUNTANTS
(A Peer reviewed firm Offering exceptional client service
with tailor made solutions since 1982)
DRIVEN TO MAKE POSITIVE DIFFERENCE

3. Welcome to EAP Family
Congratulations !!! Today you are a part of one of the fastest growing CA Firm
of Navi Mumbai.
We are excited to take you on board and make you a part of our dedicated
team who have been working tirelessly to uplift EAP’s position each day.
We hope your presence and contributions will make a positive difference to
EAP.
While thanking you for choosing EAP as your Career Partner, we wish you all
the best for a Pleasant and Successful career journey with EAP.
From Designated Partner

4. A BRIEF HISTORY OF EAP

5. EAP WAS FOUNDED BY E.A. PATIL SIR IN THE YEAR 1980
He is one of the Senior most practicing Chartered
Accountants of Navi Mumbai who has work
experience of over 41 years in the field of
Accounting, Income Tax, Sales Tax and Statutory
Audit of Private Limited Companies and other
entities.
Under his vision EAP has emerged as one of the
most renowned CA Firms of Navi Mumbai.
CA E. A. Patil (Sr. Partner) – B. Com, FCA

6. EAP’S GROWTH CHART SKY ROCKETED WITH EXPERIENCED
PRACTITIONERS JOINING IN AS PARTNERS
CA Ujwal Landge, Sr.Partner
CA Sameer Gavli, Sr.Partner CA Mohan Khebade, Sr.Partner
CA Santosh Dhumal, Partner
CA Sujata Lohia, Partner
CA Tamali Satpati, Partner CA Naina Chourasia, Partner
CA Reema Papriwal, Partner
CA Manish Kumavat, Partner
Mr.Hakim Insaf, HOD CA Shrikant Limaye, Partner

7. EAP’S GROWTH HISTORY
 In the past four decades EAP has spread it’s wings and has added new services to it’s portfolio.
 Other than the traditional Audit services, EAP has added services like Mergers and Acquisitions, consulting
services on Joint Ventures, IFRS Accounting, Internal Audit, Project Financing, Business Process Audit (BPA),
Valuation, Consultation & opinions on Company Law matters including compliance Audit.
 It has grown from a small CA Firm to a mid-sized CA Firm in less than a decade with number of Partners growing
from four to 12.
 Its operations have not only reached every corner of Navi Mumbai but has expanded to PAN India level by
reaching out to clients at Panvel, Mumbai, Pune, Nashik, Haridwar, New Delhi etc.
 It has opened a branch office at Panvel dedicated specially to Panvel region clientele.
 It’s employee base has risen from less than 10 to more than 140 and has the target of touching 200 by this year
end.
 Today EAP stands as a trusted partner for diversified services to more than 2500 clients.

8. VISION, MISSION & CORE VALUES OF EAP
Vision
To offer exceptional client
service with tailor made
solutions to tackle complex
situations, To make EAP the
most preferred Audit Firm
Values
Doing business that is
ethically right with
honesty & integrity,
Create a diverse &
inclusive work place, be
pro-active to client
needs
Mission
To provide holistic
support to clients, being
client’s knowledge
Partner, to add value to
everyone associated with
EAP, connecting with
people & building
opportunity

9. A Brief Introduction To EAP’s
HR POLICIES AND PROCEEDURES

10. Sr.No. Policy Name Revision No. & Last updated
1. ATTENDANCE & TIME POLICY Version 1 dated 1st Jan, 2015
2. LEAVE POLICY Revision 1 dated 1st Jan, 2019
3. BYOD POLICY Version 1 dated 1st Jan, 2022
4. CONVEYANCE REIMBURSEMENT POLICY Revision 1 dated 1st Jan, 2019
5. DRESS CODE POLICY Revision 1 dated 1st Jan, 2019
6. MOBILE USAGE POLICY Version 1 dated 1st Jan, 2015
7. DATA SECURITY POLICY Version 1 dated 1st Jan, 2015
8. POSH Version 1 dated 1st Jan, 2019
9. WFH POLICY Version 1 dated 1st April, 2021
10. INDEPENDENCE POLICY
LIST OF HR POLICIES

11. ATTENDANCE & TIME POLICY
Office timings are from 10:30 am to 6:30 pm
Whenever you visit client’s place, you will follow client’s business hours.
First Saturday is a holiday for all the staff including Articles during non-peak season
Articles also have third Saturday as a holiday during non-peak season
Smart Attendance App is installed in your mobile as soon as you join the organization
With the help of this app you can keep a record of your work location through Google maps,
maintain your in & out time, enter details of work done in a day by updating timesheet on a
daily basis, apply for leaves, generate pay slips, rate your performance, claim conveyance etc.
Your Salary/Stipend payment and Conveyance reimbursement are based on Various reports
generated through this app.

12. EMPLOYEE LEAVE POLICY
Leave Type During Probation period After confirmation
Casual Leave (CL)
Not Eligible for paid leave. So salary will be
deducted
Maximum of 12 paid leaves in a year. If
confirmed in the mid of the year, leaves will be
credited on a pro-rata basis
Sick Leave (SL)
Not Eligible for paid leave. So salary will be
deducted
Maximum of 7 paid leaves in a year. If
confirmed in the mid of the year, leaves will be
credited on a pro-rata basis. SL for more than 3
days to be supported by doctor's certificate
Study Leave (CA/CS/ICWA/LLB)
One month including exam days. Not Eligible
for paid leave. So salary will be deducted
one month including exam days. Unutilized
Paid leave if any can be used against this leave
Compensatory Leave Eligible for paid leave
1/2 day for 4-6 hours of work done on a
holiday
Full day for minimum 6 hours of work done on
a holiday

13. ARTICLES LEAVE POLICY
 Articled Assistant shall earn leave at the rate of 1/6th of the actual period served (i,e after
deducting leaves taken by him from total articleship period).
 Articles are not eligible for any casual leave. However, EAP allows additional 21 days leave
facility to its articles which can be availed during their articleship period. All sick leaves,
casual leaves and leaves for exams other than BCOM shall be reduced from these 21 days. The
best part is, any unutilized leave from these 21 days can be added to the CA exam study leave.
 Prior permission from the Reporting Partner is a must before taking leave.
 All leaves are treated as Loss of pay.
 No comp off shall be allowed in case of extra work. Instead, credits will be given.
 Leave sanction for any other exam than CA exam shall not be more than 15 days.
 Exam leave application must be done 30 days prior to the commencement of such exam leave.
Any leave taken after the approval of exam leave will be adjusted against sanctioned exam
leave.

14. OTHER GENERAL POLICIES RELEVANT TO ARTICLES
 Partner’s details will be provided for registration purpose soon after joining. You have to submit original copy
of form 102 & 103 along with form 112 (if you are an undergraduate).
 If you have joined CA classes you will be granted half an hour extra time in the morning to report to duty
subject to submission of tuition fee receipt. You can report to duty latest by 11:00 am
 Industrial training is not allowed
 First and third Saturday will be a holiday unless otherwise notified
 Request for internal transfer will be honoured subject to vacancy availability in the dept. you wish to join &
your partner’s approval. Minimum one and a half year has to be served before applying for transfer
 You have to undergo compulsory audit training soon after joining. IT team should be approached for the same
 You are eligible for stipend revision when you move to the next year or when you clear CA Inter (any group) or
when you graduate. However, you have to intimate the HR team well in advance. Partial months are excluded
for stipend revision calculation purpose.
 You will submit timesheets regularly and keep a copy of all timesheets without fail.
 If there is a change in your reporting partner, you have to get all your pending timesheets, leave applications
and attendance correction requests approved before changing your reporting partner in the app.
 If you seek to take transfer to another firm, minimum one month notice period has to be served or as advised
by your Partner

15. ARTICLES EXAM LEAVE POLICY
Exam Leave allowed
SY Bcom Semester exam Actual exam days
TY Bcom Semester exam
7 days study leave +
actual exam days
CA Inter/IPCC exam
1st attempt both groups
90 days excluding exam
days
Subsequent attempts 45 days excluding exam
days
1st attempt single
groups
45 days excluding exam
days
CA Final
1st attempt (Single or
both groups)
120 days excluding
exam days
Subsequent attempts
(Any group)
50 days excluding exam
days
+
10 days credit for late
sitting
+
Unutilised leaves from
21 days

16. In case of articles completing their articleship on paper but need to serve their
extension
An articled assistant who has taken leave in excess of the period allowed under Regulation 59, is
required to serve for a period equivalent to the excess leave taken in order that his training may be
completed. For this purpose a supplementary deed of articles in form no. 107 should be executed
in triplicate with the same employer in continuation of the previous training on a non-judicial
stamp paper or special adhesive stamp of the requisite value should be affixed on the
supplementary deed form.
The supplementary deed in duplicate along with form no. 108 for the period already served should
be sent so as to reach the office of the institute within 60 days of the expiry of the normal terms of
articles.

18. ARTICLES STIPEND CHART
CA Levels 1st Year 2nd Year 3rd year
CPT+IPCC GRP-1 4500 5250 6000
CPT+IPCC BOTH GRP 5000 5750 6500
CPT+BCOM 5000 5750 6500
CPT+IPCC GRP-1+BCOM 5000 6000 6750
BCOM+CPT+IPCC GR I 5000 6000 6750
BCOM+CPT+IPCC BOTH GR 5250 6000 7000

19. BYOD (Bring your own device) POLICY
EAP has introduced BYOD Policy to facilitate all the Employees & Articles to carryout office work
with ease. It allows you to access office data from your personal laptop without compromising on
data security. It also allows you to claim maintenance cost of the device at a standard
reimbursement rate on a monthly basis.

20. CONVEYANCE REIMBURSEMENT POLICY
 This Policy is applicable to all the employees and articles of EAP who have to travel locally or outstation for official
purpose
 Travel expense incurred should be strictly for official purpose only
 All conveyance claim to be made through the app & reimbursement is subject to Partner’s approval.
 Travel from home to reporting office and back home is not reimbursable. Expenses incurred to travel to client’s
place which does not fall in the regular office route is reimbursed on actual basis
For eg:
i) If a staff residing at Koperkhirane travels to Vashi office daily. But on any day if he has to travel to
Ghansoli for audit, he will be reimbursed 2nd class train/bus fare at actual from Koperkhirane to Ghansoli
audit place.
ii) If a staff residing at Panvel has to go for audit at Nerul and his/her reporting office is Vashi Head office,
conveyance will not be given as the place of work is between office and home. However, conveyance will
only be given for travel from Nerul station to audit place.
 Always use public transport first as a thumb rule. Share Auto can be used in the absence of public transport.
Meter Auto is allowed if public transport or Share auto is not available. Prior permission is required for hiring a
cab

21. DRESS CODE POLICY
Objective: EAP being one of the oldest CA Firms in Navi Mumbai, has huge client base who
frequently visit the office. In keeping with the EAP’s professional image, employees are expected
to maintain appropriate standards of dress and behaviour and portray an image of
professionalism during office working hours.
Scope : This policy applies to all the Employees and Articles of EAP. When in office, or in business
engagements outside office, all employees and articles must be clean and well-groomed. All
clothes must be work-appropriate.
Appropriate wear :-
 For Men - Neatly tucked in Shirts (half or full sleeves) and trousers, leather belts and shoes
with socks
 For Women -Salwar Kameez, Kurtis with leggings, Trousers or Black jeans with formal tops,
Saree, sandals or shoes
Dress Code Violations: Repeated violations or violations that have major repercussions may
result in disciplinary action.

22. MOBILE USAGE POLICY
This Policy is applicable to all the staff working at EAP.
Frequent usage of mobile phones for non-official purpose at your work place during
business hours is strictly not allowed.
Mobile should be used only to attend urgent personal calls
Any violation to this rule will be treated as misconduct and repetitive violations may attract
warnings from the management

23. POLICY ON SEXUAL HARASSMENT (POSH)
EAP Is committed to provide a work environment for all employees that is free from sexual harassment and other
types of discriminatory harassment
To achieve this objective, EAP has formed an internal committee comprising of 5 members one from employees, one
from student committee, two from management and one from external source for redressal of any complaints on
sexual harassment at the work place.
Posh committee can be contacted at eapposhcommittee@gmail.com
Sr.no. Committee Members Status Contact Number
1 CA Naina Chaurasia Chairman 9819546372
2 Reshma Bhomble Member 9773621461
3 CA Manish Kumavat Member 9768957910
4 Vrinda M Member (STUCO) 9594000636
5 Alka Gupta Independent Member 9503743741

24. WORK FROM HOME POLICY
 The Policy is applicable to only those employees who can carryout their work remotely. Employees whose
physical presence is required in the office are not eligible under this policy (eg: Receptionist, Office Boys, Driver
etc.)
 It allows employees to work remotely one day for every completed month of service up to a maximum of 10 days
in a year. All unutilized wfh days lapses at the year end.
 This policy applies to Employees on Probation but does not cover Employees serving notice period
 This facility cannot be availed during peak period
 Availability of this facility is subject to Partner’s approval. Partner/Manager can approve / reject the request for
Work from home depending upon the reasons, period of request, availability of infrastructure facility like
computer, network, software etc. to carry out the job remotely etc.
 Unapproved Work from home will be treated as absence
 Onus of Data security will be on the staff while working remotely. Any violation to the Data security policy of the
firm will be treated seriously by the management.

25. INDEPENDENCE POLICY
 Partners, professional staff and all other persons employed by EAP are responsible
for understanding and complying with all applicable independence policies and
procedures set out by EAP at all times.
 Each and every staff is required to give declaration in writing that they have read &
understood this policy & stay committed to this policy.

26. Moonshot Initiative
• EAP has launched an initiative called the “Moonshot”, comprising of a bunch of ‘feel good policies’ to
enhance the work experience of the most esteemed stake holder of this organization that is YOU.
• The main objective of this initiative is to enhance the overall job satisfaction & well-being for every EAP
member which in turn can help every member to contribute their best to the Firm. The Initiative strives to
identify the unique work-related challenges faced by each employee & develops means to resolve it at
individual level by releasing policies that can make you feel good.
• EAP has adopted a Moonshot thinking - A type of thinking that aims to achieve something that is
generally believed to be impossible. Moonshot thinking motivates teams to think big by framing
problems as “solvable” and highlighting “anything is possible” dialogue around the challenges.
• The thinking adopts 360-degree analysis for
• ü Knowledge Management
• ü Processes & Technology
• ü Image and Branding
• ü Resource management
•

27. Following are some of the significant activities that are launched under Moonshot Initiative
series
1) Mediclaim Insurance –Rising insurance coverage for the employees (those not covered
under ESIC) from existing Rs 2 lakhs to Rs 5 Lakhs wef 17th January, 2022 at Zero cost to
the employee.
2) BYOD Policy – Allows employees to use their personal laptops to access office data
without compromising on data security and claim maintenance cost of the device at a
standard reimbursement rate on a monthly basis.
3) Automation of HR Operation - New App was launched wef 16th February, 2022 with
strong user friendly features and Pay slip generation facility.
4) Employee/ Artical Referral Incentive Programme- Rewarding EAPians who assist the
firm in Talent acquisition

28. STUDENTS COMMITTEE (STUCO)
To give versatile exposure and all round development to the articles, EAP has formed a students committee.
Role played by our students committee
 Arrange for cultural activities through out the year
 Arrange for picnics every year
 Arrange for seminars, finalise topics, audience, venue for seminar
 Co-ordinating with the management for green soul foundation activities
 Acting as a mediator between students and partner
 Member of POSH committee
How STUCO works?
 STUCO has 8 members
 Any first year or second year article can join STUCO subject to availability of vacancy.
 When the second year article goes to third year he/she will retire from the committee and vacancy gets created
 The activities of STUCO are closely monitored and guided by the partners
 STUCO is not for administrative role in the firm.
 STUCO can be contacted at eapasc@gmail.Com

29. TRAINING & DEVELOPMENT
ORGANISED BY OUR STUCO
• Various training and development
programmes are held on a regular basis for
both employees and articles to fill the
knowledge & competency gaps
• Training includes areas which are relevant
to the execution of assignments such as
recent amendments/changes in the Acts
relating to direct and indirect tax, new
methods/processes for execution of works,
advance excel skills etc.

31. SEMINARS ARRANGED BY STUCO
Seminar on Schedule III
amendments
Seminar on CARO

32. VACCINATION DRIVE UNDER GREEN SOUL FOUNDATION

33. SPECTACLE DONATION DRIVE UNDER GREEN SOUL FOUNDATION

34. EAPL 2022

37. LIGHTER MOMENTS AT EAP
ORGANISED BY OUR STUCO

43. United we stand …………..

44. THANK YOU
By Bhagya Anant